For HR teams, personnel departments and boards - employment law on demand, without adding headcount.
We reinforce your HR department exactly where employment law turns into risk: difficult terminations, restructurings, disputes and new obligations. We take on the overflow, step into narrow specialisms and cover absences - so your team keeps pace with the business.
Employment law is one of the few areas where a single mistake - a poorly justified termination, a late procedure, a risky form of engagement - can cost the company a dispute, a penalty and management time.
We take the weight off your HR department at exactly these moments: we prepare documents and procedures, handle difficult terminations, support restructurings and represent the employer in disputes.
Trusted by
facing workload peaks, difficult cases and absences in the team
high-stakes personnel decisions, restructurings, parting with senior staff
employment law handled externally, without an in-house lawyer on payroll
Polish employment law to group standard, in Polish and in English
Parting with an employee is the most common source of a dispute with the employer - a flawed justification, the wrong procedure or a missed deadline can void the entire notice. We run terminations so they are effective and dispute-proof: we choose the right route, prepare the documents and justification, and if a claim follows, we represent the employer before the labour court.
A pile-up of projects, holidays or a long absence in the HR department is the moment when day-to-day matters start to stack up and the risk of error grows. We take on the overflow and step into topics that need a narrow specialism - one-off or on a standing basis - so the team keeps pace with the business without adding headcount.
Whistleblowers, pay transparency, remote work, GDPR in HR - employer obligations change faster than most HR departments can track, and a gap only surfaces during an inspection or a dispute. We implement the required procedures and policies and keep you informed of the changes that genuinely affect your organisation.
B2B cooperation that in practice looks like employment is one of the most frequently inspected risks - with consequences for social security, the labour inspectorate and tax. We analyse how the cooperation actually works, show where safe B2B ends and the risk of a deemed employment relationship begins, and structure engagement models that stand up to inspection.
Talk to an employment lawyer about the specific situation of your HR department - with no obligation.
We support employers in employment law - from everyday documentation to court disputes and restructurings. As the only law firm in Poland that is a member of Alliott Global Alliance (a network present in over 100 countries), we also serve international groups and companies headquartered abroad. Our work is recognised by the Chambers and Partners and The Legal 500 rankings.
An HR department today is responsible for far more than payroll and personnel files: recruitment, company culture, benefits, personal data, team relations and compliance with a growing body of regulation. Our role is to lift the weight of employment law off that department - so it can focus on people and on the business.
We work on two tracks: we take on specific, time-consuming tasks (documentation, procedures, terminations, disputes) and we are on hand when a difficult question comes up that no one wants to decide alone. Depending on your needs, we support you one-off, per project or on a standing retainer.
See also our Labour law page if you are looking for broader advisory in this area.
We put in order the documents an HR department stands on, so they are compliant and genuinely protect the employer.
We select a safe form of engagement and show where B2B ends and the risk of a deemed employment relationship begins.
We run parting with employees so it is effective and dispute-proof - from notice to summary dismissal.
We support reorganisations and headcount reductions, including collective redundancies and transfers of undertaking.
We set working-time and pay rules so they are compliant and easy to settle.
We prepare the HR department for the EU pay transparency directive (2023/970) and the equal-pay requirement - before the rules take effect.
We create and update the internal rules that bring order to the HR team's daily work.
We implement procedures and run internal investigations that protect employees and limit the employer's liability.
We implement internal reporting channels and whistleblower protection required of employers with at least 50 staff.
We set up the processing of employee and candidate data in line with GDPR and employment law.
We represent the employer in disputes with employees and in dealings with the National Labour Inspectorate.
We handle the legalisation of work and residence for foreign nationals, taking the paperwork off the HR department.
We support the HR department with health-and-safety duties and post-accident proceedings and the related liability.
We take on the overflow and step into narrow specialisms, so the HR department keeps pace with the business without adding headcount.
The scenarios below are illustrative - they show typical uses of our services for HR departments based on the scope described above, not specific cases of our clients.
Parting
An HR department has to part with an employee on an open-ended contract and fears a dispute - we choose the route and prepare the justification and documents so the notice holds up before the labour court.
Restructuring
During a reorganisation or the sale of part of the business, we put in order the collective redundancy procedure and the duties arising from a transfer of undertaking (Art. 23(1) of the Labour Code), before communication with staff begins.
New obligations
An employer crosses the 50-headcount threshold and must implement an internal reporting channel and prepare for pay transparency - we build the procedures, the register and a remuneration policy fit for the new requirements.
Documentation, procedures, terminations and employment disputes are our daily practice - not a topic we handle on the side.
We do not wait for a lawsuit or an inspection - we implement procedures and flag risks before they become a case.
We step in where the HR department needs hands or a narrow specialism, and hand over finished solutions - without taking over your team.
Whistleblowers, pay transparency, remote work, GDPR - we track the changes and translate what they actually mean for your organisation.
As the only law firm in Poland in Alliott Global Alliance - a network present in over 100 countries - we also support employers within international groups.
We support you one-off, per project or on a standing retainer - you pay for what you actually need, without adding headcount.
A dedicated online platform gives you a live view of progress, hours and costs - full control over your legal budget, 24/7.
We start by understanding your organisation, your HR team and the specific need - whether it is a single matter, a project or ongoing support.
We identify the legal risks and priorities - from documentation and procedures to terminations and new obligations - and propose concrete, workable solutions.
We take on the time-consuming tasks: we prepare documents and procedures, run training, and represent the employer in disputes and before the labour inspectorate.
We keep you informed of changes in employment law and of progress. A dedicated online platform gives you real-time insight into status, time and costs.
You get an HR department that keeps pace with the business - without adding headcount and without the risk that a difficult matter stalls or ends in a dispute. We take on employment law: documentation, procedures, terminations and representation, while your team focuses on people.
We work point by point - on single matters and projects - or as a standing partner, when the scale and pace of personnel decisions call for an additional, proven team on the firm's side.
Less risk, faster decisions, calm during an inspection and full cost transparency. This is legal support with business pragmatism.
Employment lawyers who support HR departments - from documentation and procedures to difficult terminations and disputes.
Kinga Miller
Partner · Advocate
Kinga supports employers in employment law and in disputes with employees - from documentation and internal procedures to difficult terminations and proceedings.
Łukasz Kudela
Partner · Attorney-at-law
Łukasz combines employment law with business reality - advising on employment restructurings, internal policies and relations with the team.
Katarzyna Płonkowska
Associate · Attorney-at-law
Katarzyna runs day-to-day support for HR departments - personnel documentation, rules and procedures, and handling everyday personnel questions.
Most often when the HR department faces a workload peak, a difficult legal topic or an absence, and a mistake could cost a dispute or a penalty.
External support relieves the team during dismissals, restructurings, disputes or rollouts of new procedures, without having to hire additional people.
What decides safety is the actual way of working, not the name of the contract - if B2B looks like employment, it will not protect the employer.
What matters is subordination, the place and time of work, and who bears the risk. We choose a form that matches reality and reduces the risk of it being deemed employment by the social security authority or the labour inspectorate.
A safe parting requires the right route, the right deadlines and - for open-ended contracts - a genuine justification.
The options are mutual termination, notice and termination without notice. Each route has different requirements and a different dispute risk, so we match it to the situation.
A collective redundancy arises when a headcount reduction covers a sufficiently large group of employees in a short time, and it triggers additional duties.
It involves, among others, a consultation procedure, notifications and severance pay. Planning it in advance protects the employer from defective dismissals.
The scope of mandatory documentation depends on the size of the company, but every employer keeps personnel files and documentation.
Above a certain number of employees, work rules and remuneration rules are added, and often also remote-work, social-fund and internal procedures. We put the full set in order for your organisation.
The EU pay transparency directive (2023/970) is being implemented in Poland - the original date of 7 June 2026 was not met, and the draft law provides an additional period to adjust.
The changes will cover, among others, pay ranges in recruitment, the employee's right to pay information and gender pay-gap reporting by larger employers. It is worth preparing a remuneration policy and job categories now, before the rules come into force.
An effective procedure is not just a document - it is a clear reporting path, an impartial clarifying investigation and real follow-up action.
The employer has a duty to counteract mobbing, and a well-implemented procedure limits its liability. We prepare it and train the team on how to apply it.
The duty to have an internal reporting procedure applies to employers with at least 50 staff and has been in force since 25 September 2024.
The procedure must ensure confidentiality and protect the whistleblower from retaliation. We implement the reporting channel, the register and the rules for handling reports.
Remote work needs a basis - work rules, an agreement or an individual arrangement with the employee - plus rules on cost reimbursement and data protection.
We prepare remote and hybrid work rules, the cost allowance and the OHS and control procedures, so the working model is compliant and easy to settle.
The scope of data is limited to what the employer may request at a given stage - different in recruitment, different in employment.
Excessive data, consents and monitoring are a frequent source of GDPR breaches. We set up the legal bases, clauses and limits of monitoring.
A transfer of undertaking means the new employer takes over the existing employment relationships by operation of law - employees pass to it together with their terms.
It applies, among others, to the sale of part of a business, outsourcing or mergers. It comes with information duties and job protection.
Lawful employment of a foreign national usually requires a right to work and a residence title - and liability for their absence rests with the employer.
Depending on nationality and role, permits or declarations may be needed. We carry out the legalisation and keep it compliant.
Legal position as of September 2026. General information about the areas of our practice - it does not constitute legal advice in an individual matter.
